Analysis Of The Influence Of Organizational Culture, Transformational Leadership Behavior, And Psychological Capital On Readiness For Change In Elementary School Teachers
ABSTRACT : Purpose – This study describes the role of psychological capital in the relationship between
organizational culture and transformational leadership behavior towards Readiness for Changes in the context of
elementary school teachers in Sungai Penuh City, Jambi.
Design/methodology/approach - This study adopted an inferential research design. This is a cross-sectional
study because data were collected at a one-time point. This empirical study was conducted on a sample of 285
elementary school teachers who were willing to collaborate to participate voluntarily by filling in the online
questionnaire. Data analysis was divided into two parts; the first part analyzed the respondent's profile and
presented the frequency and percentage distribution of the respondent's profile. The second part was hypothesis
testing with two stages, namely the LS Algorithm to see data quality data and PLS Bootstrapping to test the
hypothesis of the proposed research model. The software includes the Statistical Package for Social Sciences
(SPSS) MS-Windows version 23 and Partial Least Square (Smart PLS-3).
Findings - Organizational culture directly affects psychological capital andreadiness to change and indirectly on
readiness for change through psychological means. Psychological Capital has a direct effect on willingness to
change. Transformational leadership behavior directly impacts psychological capital but does not directly affect
readiness to change and does not indirectly affect readiness to change through psychological means.
Research limitations/implications – The online cross-sectional survey design allows for the self-assessment of
data from respondents. The consequence is that response bias persists, although post-sampling statistical tests
were conducted to screen data to reduce it. Therefore, a more qualitative method with a longitudinal design and
a more extensive research sample is recommended for further research.
Practical implications - School administrators and higher authorities can promote readiness for cultural change,
leadership, and teacher psychological factors, as schools face constant and continuous change interventions.
This is expected to have an impact on improving the quality of educators, students, and the quality of Indonesian
education
KEYWORDS: Organizational Culture, Transformational Leadership Behavior, Psychological Capital, and
Readiness to Change.
This document presents a conceptual framework for how organizational culture is determined and impacts an organization. It is determined by transformational leadership and organizational communication media. Organizational culture then impacts motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, organizational citizenship behavior, productivity, and performance within an organization. The framework was developed through a literature review to establish how these factors relate and influence one another.
Topic: Dynamics of change: Concepts of change
The phrase "Dynamics of change" means the forces and processes that make things transform or evolve over time. It includes the different factors that cause shifts and developments in a specific situation.
"Dynamics" usually refers to the underlying mechanisms or driving forces, and "change" is about the shift or transition from one state to another. The term is commonly used to talk about the complexities and interactions that affect how things develop or adapt. This idea is important in various fields like managing organizations, social sciences, economics, and natural sciences. It helps in analyzing, planning, and making decisions effectively by understanding how things change over time.
Concepts of Change
Change is a big part of our lives. It's when things become different or shift from one way to another. This happens in many parts of life, like how we live, how society works, and even in nature. Change is just a natural part of how things are. People have looked into and talked about change in different fields like psychology, sociology, how organizations work, and philosophy. We're going to talk about some important ideas related to change.
In the context of educational change and development, several key concepts are crucial for understanding the dynamics of transformation and improvement. While I won't delve into specific change theories, I'll explore fundamental concepts that are often associated with educational change:
1. Innovation: Innovation refers to the introduction of new ideas, practices, or technologies in education. It can include changes in teaching methods, curriculum design, assessment techniques, or the integration of technology. Innovations are often central to educational change and development as they aim to improve learning outcomes and experiences.
2. Adaptability: The ability of educational systems, institutions, and educators to adapt to changing circumstances is essential. This includes being flexible in response to new educational challenges, societal shifts, or advancements in pedagogical research. Institutions that are adaptable can better navigate and implement changes effectively.
3. Professional Development: Ongoing professional development is crucial for educators to stay current with evolving educational practices. Providing opportunities for teachers to enhance their skills and knowledge ensures that they are well-equipped to implement changes in the classroom and contribute to the overall development of the educational system.
4. Leadership: Effective leadership is a critical factor in driving educational change. Educational leaders, whether at the school, district, or national level, play a key role in creating a vision for change, fostering a positive culture, and providing the necessary support and resources to implement and sustain transformations.
Organizational culture and performance of higher educational institutions the...Alexander Decker
This document summarizes a study that examined the relationship between organizational culture, individual readiness for change, and organizational performance in higher education institutions in Pakistan. The study hypothesized that individual readiness for change mediates the positive relationship between organizational culture and organizational performance. Data was collected through questionnaires distributed to 307 faculty members with PhDs from universities and higher education institutions in Pakistan. The study found support for individual readiness for change partially mediating the relationship between organizational culture and organizational performance. The findings provide insight into how different dimensions of organizational culture relate to performance.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Workplace Spirituality in State Universities and Colleges: Its Relation to th...Dr. Amarjeet Singh
This study determined the relationship of workplace spirituality, work well-being, and job satisfaction among faculty members in state universities and colleges (SUCs) in Region XII, Philippines. The descriptive survey and correlational design were used employing quantitative data. The data were gathered through the questionnaire and administered to the 234 respondents. The gathered data were analyzed through frequency, percentage, weighted mean, and Pearson (r) Coefficient Correlation. The findings of the study revealed that faculty members agreed that their workplace spirituality has a “very high” positive correlation to work well-being (Ho₁). It was also found out that faculty members agreed that their workplace spirituality has a “very high” correlation to job satisfaction (Ho₂). Given the overall results, the study recommends sustaining the workplace spirituality of the faculty members to remain high in their work well-being and job satisfaction.
Direct effect of extraversion and conscientiousness with
interactive effect of positive psychological capital on
organizational citizenship behavior among university teachers
Leaders of the school have the responsibility for providing the conductive organizational climate at the workplace. This will affect the teachers, students and overall functioning of the school. The students will embrace good values and we will be able to give a virtuous generation to the nation. This paper is
an attempt to find out and compare the different values of the school principles. All the relevant data was collected from Dwarka, Delhi. Twenty principals of senior secondary private schools were taken as a sample for the study. Mean and SD was used to interpret the data. Values have been defined as the classification done by Allport et al. in 1951.Results revealed that there was high mean score for social
and theoretical values among the principals.
Managing Organizational Change Final DraftJames Smith
The document discusses organizational change and the role of industrial-organizational (I/O) psychologists in managing change. It addresses key factors needed for successful change, including buy-in from leaders, employee engagement, and aligning stakeholder values. Research trends in organizational psychology are examined, focusing on topics like workgroup emotional climate and the role of discourse in strategic change. Theoretical frameworks on change include the importance of employee engagement and values alignment. The role of I/O psychologists is to consult organizations and develop interventions targeting areas needing development, and coach leaders to institutionalize lasting changes. Recommendations include using employee empowerment strategies and aligning management and stakeholder values to drive strategic change.
This document presents a conceptual framework for how organizational culture is determined and impacts an organization. It is determined by transformational leadership and organizational communication media. Organizational culture then impacts motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, organizational citizenship behavior, productivity, and performance within an organization. The framework was developed through a literature review to establish how these factors relate and influence one another.
Topic: Dynamics of change: Concepts of change
The phrase "Dynamics of change" means the forces and processes that make things transform or evolve over time. It includes the different factors that cause shifts and developments in a specific situation.
"Dynamics" usually refers to the underlying mechanisms or driving forces, and "change" is about the shift or transition from one state to another. The term is commonly used to talk about the complexities and interactions that affect how things develop or adapt. This idea is important in various fields like managing organizations, social sciences, economics, and natural sciences. It helps in analyzing, planning, and making decisions effectively by understanding how things change over time.
Concepts of Change
Change is a big part of our lives. It's when things become different or shift from one way to another. This happens in many parts of life, like how we live, how society works, and even in nature. Change is just a natural part of how things are. People have looked into and talked about change in different fields like psychology, sociology, how organizations work, and philosophy. We're going to talk about some important ideas related to change.
In the context of educational change and development, several key concepts are crucial for understanding the dynamics of transformation and improvement. While I won't delve into specific change theories, I'll explore fundamental concepts that are often associated with educational change:
1. Innovation: Innovation refers to the introduction of new ideas, practices, or technologies in education. It can include changes in teaching methods, curriculum design, assessment techniques, or the integration of technology. Innovations are often central to educational change and development as they aim to improve learning outcomes and experiences.
2. Adaptability: The ability of educational systems, institutions, and educators to adapt to changing circumstances is essential. This includes being flexible in response to new educational challenges, societal shifts, or advancements in pedagogical research. Institutions that are adaptable can better navigate and implement changes effectively.
3. Professional Development: Ongoing professional development is crucial for educators to stay current with evolving educational practices. Providing opportunities for teachers to enhance their skills and knowledge ensures that they are well-equipped to implement changes in the classroom and contribute to the overall development of the educational system.
4. Leadership: Effective leadership is a critical factor in driving educational change. Educational leaders, whether at the school, district, or national level, play a key role in creating a vision for change, fostering a positive culture, and providing the necessary support and resources to implement and sustain transformations.
Organizational culture and performance of higher educational institutions the...Alexander Decker
This document summarizes a study that examined the relationship between organizational culture, individual readiness for change, and organizational performance in higher education institutions in Pakistan. The study hypothesized that individual readiness for change mediates the positive relationship between organizational culture and organizational performance. Data was collected through questionnaires distributed to 307 faculty members with PhDs from universities and higher education institutions in Pakistan. The study found support for individual readiness for change partially mediating the relationship between organizational culture and organizational performance. The findings provide insight into how different dimensions of organizational culture relate to performance.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Workplace Spirituality in State Universities and Colleges: Its Relation to th...Dr. Amarjeet Singh
This study determined the relationship of workplace spirituality, work well-being, and job satisfaction among faculty members in state universities and colleges (SUCs) in Region XII, Philippines. The descriptive survey and correlational design were used employing quantitative data. The data were gathered through the questionnaire and administered to the 234 respondents. The gathered data were analyzed through frequency, percentage, weighted mean, and Pearson (r) Coefficient Correlation. The findings of the study revealed that faculty members agreed that their workplace spirituality has a “very high” positive correlation to work well-being (Ho₁). It was also found out that faculty members agreed that their workplace spirituality has a “very high” correlation to job satisfaction (Ho₂). Given the overall results, the study recommends sustaining the workplace spirituality of the faculty members to remain high in their work well-being and job satisfaction.
Direct effect of extraversion and conscientiousness with
interactive effect of positive psychological capital on
organizational citizenship behavior among university teachers
Leaders of the school have the responsibility for providing the conductive organizational climate at the workplace. This will affect the teachers, students and overall functioning of the school. The students will embrace good values and we will be able to give a virtuous generation to the nation. This paper is
an attempt to find out and compare the different values of the school principles. All the relevant data was collected from Dwarka, Delhi. Twenty principals of senior secondary private schools were taken as a sample for the study. Mean and SD was used to interpret the data. Values have been defined as the classification done by Allport et al. in 1951.Results revealed that there was high mean score for social
and theoretical values among the principals.
Managing Organizational Change Final DraftJames Smith
The document discusses organizational change and the role of industrial-organizational (I/O) psychologists in managing change. It addresses key factors needed for successful change, including buy-in from leaders, employee engagement, and aligning stakeholder values. Research trends in organizational psychology are examined, focusing on topics like workgroup emotional climate and the role of discourse in strategic change. Theoretical frameworks on change include the importance of employee engagement and values alignment. The role of I/O psychologists is to consult organizations and develop interventions targeting areas needing development, and coach leaders to institutionalize lasting changes. Recommendations include using employee empowerment strategies and aligning management and stakeholder values to drive strategic change.
Does diversity matter- exploring workforce diversity, diversitymanagement, an...drkhaledshukran
This article examines workforce diversity, diversity management, and organizational performance in social enterprises. It conducted interviews with 14 individuals from social enterprises in Los Angeles, including top managers and regular employees. The study found high levels of diversity in gender, race, education and sexual orientation but low diversity in age and values. Workforce diversity and diversity management were seen as positively impacting performance. However, while diversity management was considered important, it was not widely implemented. The study provides insights into how diversity and diversity management can support sustainability in social enterprises.
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
Running head Literature Review Resources 1TITLE GOES HERE6.docxwlynn1
Running head: Literature Review Resources 1
TITLE GOES HERE 6
Literature Review Resources
One of the most important aspects of your research will be how you organize your resources. RefWorks is an optional citation management software tool you can sign up to use that helps organize your citations. To find out more about how to sign up for your free, optional RefWorks account, review the information here:
http://libguides.gcu.edu/refworksandendnote.
Number
Article Information: Be sure entries are presented in alphabetical order.
Added to RefWorks? Y or N (optional)
1.
Reference
Barnham, C. (2015). Quantitative and qualitative research. International Journal of Market Research, 57(6), 837–854.
Y
Permalink
https://doi-org.lopes.idm.oclc.org/10.2501/IJMR-2015-070
Annotation
This study aims to uncover the assumptions that the way in which quantitative research and qualitative research are conventionally contrasted with each other runs along familiar lines and to identify how they are rooted in our underlying preconceptions about the perceptual process itself. It outlines a new platform upon which the distinction between quantitative and qualitative research can be established and which links the latter with semiotics. The way of distinguishing the two methodologies is rotted in quantitatively determined beliefs about human experience.
2.
Reference
Collins, J. D., & Rosch, D. M. (2018). Longitudinal Leadership Capacity Growth among Participants of a Leadership Immersion Program: How Much Does Structural Diversity Matter? Journal of Leadership Education, 17(3), 175–194. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?direct=true&db=eric&AN=EJ1186931&site=eds-live&scope=site
Y
Permalink
https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?direct=true&db=eric&AN=EJ1186931&site=eds-live&scope=site
Annotation
Numerous studies have provided evidence that interracial interaction can contribute to the development of leadership skills and behaviors for university students. Yet, little empirical research has been dedicated to understanding the effects of structural (compositional) racial diversity within leadership programs on program participant outcomes. This study examined the impact of the structural racial diversity of 50 leadership program sessions on student leadership capacity gains over time. A total of 667 participants in sessions coded as either "High," "Moderate," or "Low" with regard to racial diversity within the session served as the sample. Results from data collected immediately prior to, directly after, and 3-4 months after program participation suggest the training effects of a leadership initiative may be augmented by the recruitment of racially diverse participants.
3.
Reference
Munir, F. & Aboidullah, M. (2018). Gender Differences in Transformational Leadership Behaviors of School Principals and Teachers’ Academic Effectiveness. Bulletin of Education & Research, 40(1), 99–113..
This document summarizes the key topics discussed at a 2014 seminar on leadership and cultural change hosted by the Association for Behavior Analysis International. The seminar focused on how behavior analysis can enhance safety, ethics and effectiveness of organizations and institutions, and challenge behavior analysts to influence social institutions. Several of the seminar presentations were published in special issues of the Journal of Organizational Behavior Management and The Behavior Analyst. The document discusses the role of leadership in initiating and sustaining cultural change to address social problems, and how behavior analysis can contribute to understanding and shaping cultural change in socially responsible ways.
How Can the Work Environment Affects the Lecturers' CreativityAJHSSR Journal
ABSTRACT : Lecturer creativity is a personal trait that is reflected in the lecturer's ability to create something
new, process something that already exists to be more innovative or combine various things to be more useful.
This research is oriented to examine and analyze the dimensions of the work environment, namely the
dimensions of the physical environment (internal), non-physical environment (internal), and physical
environment (external) and non-physical environment (external) in 101 lecturers at the College of Sciences.
Economics (STIE) in Makassar City, South Sulawesi Province (Indonesia). Hypothesis testing with the support
of partial least squares structural equation modeling (PLS-SEM) with Smart PLS 3 software. The research
findings provide evidence that the work environment in the dimensions of the physical environment (external)
felt by the lecturers and the Non-physical environment (internal) perceived by the lecturers make a real (strong)
contribution to improving lecturer creativity towards an increasing direction. conditions Different shown in the
dimensions of the Non-physical environment (external) and Physical environment (internal) cannot increase
lecturer creativity in a high direction due to harmonization of relationships with fellow lecturers and/or students,
although it has been well established but has not been able to improve the ability of lecturers to generate and
implement new ideas.
KEYWORDS : Environment, external, internal, non-physical, physical
The Influence Of Leadership Behavior, Organizational Climate, Intrinsic Motiv...inventionjournals
ABSTRACT: This research aims to explicate the influence of leadership behavior, organizational climate, intrinsic motivation, and engagement as mediating variables on permanent lecturers’ performance (a study in a private university in region 3 of special region of Jakarta). This is an explanatory research which describes a relationship between the research variables. The object of this research was investigated 3 times in a private university in region 3 of special region of Jakarta, with one homogeneous factor: Faculty of Economics, Management Program, Bachelor’s Degree Level, with the number of students as many as 2,000 and has achieved an “A” accreditation level. The analysis unit employed in this research consisted of 150 permanent lecturers. The analysis instrument used to test 10 hypotheses employed in this research was Generalized Structured Component Analysis (GSCA). The result of the analyses showed that there were 4 out of the 10 hypotheses tested which were found to be influential and significant while the other 6 hypotheses were found to be insignificantly influential. The hypotheses which were empirically proven in this research were (1) The Influence of Leadership Behavior on the Organizational Climate, (2) The Influence of Leadership Behavior on the Engagement, (3) The Influence of Organizational Climate on the Engagement, and (4) The Influence of Organizational Climate on the Performance of Permanent Lecturer. Meanwhile, the hypotheses which were empirically not proven in this research were (1) The Influence of Leadership Behavior on the Intrinsic Motivation, (2) The Influence of Leadership Behavior on the Performance of Permanent Lecturer, (3) The Influence of Organizational Climate on the Intrinsic Motivation, (4) The Influence of Intrinsic Motivation on the Engagement, (5) The Influence of Intrinsic Motivation on the Performance of Permanent Lecturer, and (6) The Influence of Engagement on the Performance of Permanent Lecturer.
Leadership: Essence of Success in Social Sector of Bihar (India)iosrjce
Leaders have been found to play a pivotal role in running and developing NGOs. This study aims to
find out the leader’s perceptions about the impact of their leadership on employees performance and
development of their NGOs. The study explicitly shows the positive and significant nexus between leader’s style
and strategy with leadership effectiveness and its sweeping impact on employees’ motivation, commitment,
employee’s satisfaction and well being as well as on enhancement of employees’ work performance and
organizational productivity through leadership practices including information sharing, problem solving,
motivation, performance rewards and role-playing
It is quite instrumental stuff for having very basic understanding of the discipline of OB and its linkage with other related disciplines, its challenges and prospects.
This document outlines a study examining the impact of leadership styles on employee innovative behavior. The study aims to examine the relationships between servant leadership and ethical leadership with employee innovative behavior, and determine whether knowledge sharing mediates this relationship. It also seeks to investigate if organizational identification moderates the links between leadership styles and knowledge sharing, and if learning goal orientation moderates the relationship between knowledge sharing and innovative behavior. The study was conducted in Pakistan's banking sector and used questionnaires to collect data at three time points to address common method bias.
The Role of the Human Resources Function in Influencing Organizational CultureLaura Pasquini
The document discusses the role of human resources in influencing organizational culture. It summarizes that the HR function can influence organizational culture through its practices related to recruitment, selection, training, development and performance management. HR acts as a change agent and can help develop a supportive culture by aligning practices with strategic goals and addressing deviations. The literature review found that HR influences employee perceptions and interpretations of the organization, and that organizational effectiveness depends on developing culture through HR measures.
Middle level managers at Wolaita Sodo University in Ethiopia play an important role in the university's leadership, governance, and organizational performance. The study investigated the relationship between the quality of leadership provided by middle level managers (such as deans, department heads, and coordinators) and the university's governance and performance. Survey results from 61 middle level managers showed that leadership quality and good governance were positively correlated with achieving organizational goals and performance outcomes. The researchers recommended improvements to ensure efficient purchasing, property management, and accountability in order to enhance organizational performance.
The Role of Mediation of the Organizational Cynicism the Relationship between...IOSRJBM
This document discusses a study that examines the mediating role of organizational cynicism on the relationship between leader-member exchange and job performance among elementary school teachers in Central Anatolia, Turkey. Questionnaires were administered to 508 teachers and 410 were analyzed. The results of regression analyses found relationships between leader-member exchange and job performance, and between leader-member exchange and organizational cynicism. Additionally, organizational cynicism was found to partially mediate the relationship between leader-member exchange and job performance. In conclusion, the hypotheses that leader-member exchange relates to both job performance and organizational cynicism, and that organizational cynicism partially mediates their relationship, were supported.
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docxSUBHI7
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
The aim of the research is to study the relationship between Morale and Change Proneness among Lecturers, who are worked in Colleges in KundavaiNachiyar Govt. College, Bon Secours College for Women, Government College for WomenKumbakonam, SulthanaAdbullahRowther College for Womendistricts besides testing whether the correlations obtained for the comparable sample differ significantly and concludes that both the aspects are significant statistically.
Scopus journal jr. of industrial pollution control - effectivenessVictor Solomon
This document summarizes a study on the effectiveness of change management on the behavior of teaching faculty at engineering colleges. It begins with an introduction on change management and discusses concepts like organizational change, leadership, and employee behavior.
The study used surveys to collect data from 424 faculty members across 15 engineering colleges. Statistical analysis through methods like cluster analysis and factor analysis were used to classify faculty based on factors related to communication, technology, culture, adaptability, leadership, compensation, commitment, and behavior.
The results identified different clusters or groups of faculty based on their perceptions of these change management-related factors. For example, faculty were classified into three clusters for factors of communication, technology, culture, and other variables. The analysis
- The paper examines the measurement invariance of constructs representing motivations to become a teacher across countries that participated in the Teacher Education and Development Study in Mathematics (TEDS-M).
- It finds metric invariance, meaning motivations can be compared across countries, with the exception of extrinsic motivation in Taiwan. Scalar invariance is not supported across countries but is supported across some cultural groups.
- This means scale means can be compared between some countries and cultural groups but not all, limiting full cross-country comparisons of motivation levels.
Social Emotional Learning in ELT Classrooms: Theoretical Foundations, Benefit...AJHSSR Journal
Abstract: This paper aims to explore the effective utilization of social emotional learning (SEL) in English
Language Teaching (ELT) environments. In other words, it will provide a comprehensive overview of the key
components and offer practical guidance for teachers looking to implement SEL practices in their own unique
teaching classrooms and situations. It starts by detailing the theoretical foundations or roots and importance of
SEL, as well as the five core competencies (self-management, responsible decision-making, relationship skills,
social awareness, and self-awareness) and what each one means. After that, several key case studies are
presented in an effort to underscore the positive impact of SEL on academic achievement. Following this, ways
to implement SEL in ELT environments are showcased, to include preparation and planning, learning objectives,
supportive classroom communities, teacher self-care, language teaching methodologies, instructional strategies
and tools, curriculum design, lesson planning, materials selection and development, multimedia and technology,
assessment, and reflective practice. To conclude, the need for continued research on effective SEL practices and
its impacts on long-term student outcomes are discussed.
KEYWORDS:humanistic psychology, self-management, responsible decision-making, relationship
skills, social awareness, self-awareness
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
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Does diversity matter- exploring workforce diversity, diversitymanagement, an...drkhaledshukran
This article examines workforce diversity, diversity management, and organizational performance in social enterprises. It conducted interviews with 14 individuals from social enterprises in Los Angeles, including top managers and regular employees. The study found high levels of diversity in gender, race, education and sexual orientation but low diversity in age and values. Workforce diversity and diversity management were seen as positively impacting performance. However, while diversity management was considered important, it was not widely implemented. The study provides insights into how diversity and diversity management can support sustainability in social enterprises.
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
Running head Literature Review Resources 1TITLE GOES HERE6.docxwlynn1
Running head: Literature Review Resources 1
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Literature Review Resources
One of the most important aspects of your research will be how you organize your resources. RefWorks is an optional citation management software tool you can sign up to use that helps organize your citations. To find out more about how to sign up for your free, optional RefWorks account, review the information here:
http://libguides.gcu.edu/refworksandendnote.
Number
Article Information: Be sure entries are presented in alphabetical order.
Added to RefWorks? Y or N (optional)
1.
Reference
Barnham, C. (2015). Quantitative and qualitative research. International Journal of Market Research, 57(6), 837–854.
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https://doi-org.lopes.idm.oclc.org/10.2501/IJMR-2015-070
Annotation
This study aims to uncover the assumptions that the way in which quantitative research and qualitative research are conventionally contrasted with each other runs along familiar lines and to identify how they are rooted in our underlying preconceptions about the perceptual process itself. It outlines a new platform upon which the distinction between quantitative and qualitative research can be established and which links the latter with semiotics. The way of distinguishing the two methodologies is rotted in quantitatively determined beliefs about human experience.
2.
Reference
Collins, J. D., & Rosch, D. M. (2018). Longitudinal Leadership Capacity Growth among Participants of a Leadership Immersion Program: How Much Does Structural Diversity Matter? Journal of Leadership Education, 17(3), 175–194. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?direct=true&db=eric&AN=EJ1186931&site=eds-live&scope=site
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https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?direct=true&db=eric&AN=EJ1186931&site=eds-live&scope=site
Annotation
Numerous studies have provided evidence that interracial interaction can contribute to the development of leadership skills and behaviors for university students. Yet, little empirical research has been dedicated to understanding the effects of structural (compositional) racial diversity within leadership programs on program participant outcomes. This study examined the impact of the structural racial diversity of 50 leadership program sessions on student leadership capacity gains over time. A total of 667 participants in sessions coded as either "High," "Moderate," or "Low" with regard to racial diversity within the session served as the sample. Results from data collected immediately prior to, directly after, and 3-4 months after program participation suggest the training effects of a leadership initiative may be augmented by the recruitment of racially diverse participants.
3.
Reference
Munir, F. & Aboidullah, M. (2018). Gender Differences in Transformational Leadership Behaviors of School Principals and Teachers’ Academic Effectiveness. Bulletin of Education & Research, 40(1), 99–113..
This document summarizes the key topics discussed at a 2014 seminar on leadership and cultural change hosted by the Association for Behavior Analysis International. The seminar focused on how behavior analysis can enhance safety, ethics and effectiveness of organizations and institutions, and challenge behavior analysts to influence social institutions. Several of the seminar presentations were published in special issues of the Journal of Organizational Behavior Management and The Behavior Analyst. The document discusses the role of leadership in initiating and sustaining cultural change to address social problems, and how behavior analysis can contribute to understanding and shaping cultural change in socially responsible ways.
How Can the Work Environment Affects the Lecturers' CreativityAJHSSR Journal
ABSTRACT : Lecturer creativity is a personal trait that is reflected in the lecturer's ability to create something
new, process something that already exists to be more innovative or combine various things to be more useful.
This research is oriented to examine and analyze the dimensions of the work environment, namely the
dimensions of the physical environment (internal), non-physical environment (internal), and physical
environment (external) and non-physical environment (external) in 101 lecturers at the College of Sciences.
Economics (STIE) in Makassar City, South Sulawesi Province (Indonesia). Hypothesis testing with the support
of partial least squares structural equation modeling (PLS-SEM) with Smart PLS 3 software. The research
findings provide evidence that the work environment in the dimensions of the physical environment (external)
felt by the lecturers and the Non-physical environment (internal) perceived by the lecturers make a real (strong)
contribution to improving lecturer creativity towards an increasing direction. conditions Different shown in the
dimensions of the Non-physical environment (external) and Physical environment (internal) cannot increase
lecturer creativity in a high direction due to harmonization of relationships with fellow lecturers and/or students,
although it has been well established but has not been able to improve the ability of lecturers to generate and
implement new ideas.
KEYWORDS : Environment, external, internal, non-physical, physical
The Influence Of Leadership Behavior, Organizational Climate, Intrinsic Motiv...inventionjournals
ABSTRACT: This research aims to explicate the influence of leadership behavior, organizational climate, intrinsic motivation, and engagement as mediating variables on permanent lecturers’ performance (a study in a private university in region 3 of special region of Jakarta). This is an explanatory research which describes a relationship between the research variables. The object of this research was investigated 3 times in a private university in region 3 of special region of Jakarta, with one homogeneous factor: Faculty of Economics, Management Program, Bachelor’s Degree Level, with the number of students as many as 2,000 and has achieved an “A” accreditation level. The analysis unit employed in this research consisted of 150 permanent lecturers. The analysis instrument used to test 10 hypotheses employed in this research was Generalized Structured Component Analysis (GSCA). The result of the analyses showed that there were 4 out of the 10 hypotheses tested which were found to be influential and significant while the other 6 hypotheses were found to be insignificantly influential. The hypotheses which were empirically proven in this research were (1) The Influence of Leadership Behavior on the Organizational Climate, (2) The Influence of Leadership Behavior on the Engagement, (3) The Influence of Organizational Climate on the Engagement, and (4) The Influence of Organizational Climate on the Performance of Permanent Lecturer. Meanwhile, the hypotheses which were empirically not proven in this research were (1) The Influence of Leadership Behavior on the Intrinsic Motivation, (2) The Influence of Leadership Behavior on the Performance of Permanent Lecturer, (3) The Influence of Organizational Climate on the Intrinsic Motivation, (4) The Influence of Intrinsic Motivation on the Engagement, (5) The Influence of Intrinsic Motivation on the Performance of Permanent Lecturer, and (6) The Influence of Engagement on the Performance of Permanent Lecturer.
Leadership: Essence of Success in Social Sector of Bihar (India)iosrjce
Leaders have been found to play a pivotal role in running and developing NGOs. This study aims to
find out the leader’s perceptions about the impact of their leadership on employees performance and
development of their NGOs. The study explicitly shows the positive and significant nexus between leader’s style
and strategy with leadership effectiveness and its sweeping impact on employees’ motivation, commitment,
employee’s satisfaction and well being as well as on enhancement of employees’ work performance and
organizational productivity through leadership practices including information sharing, problem solving,
motivation, performance rewards and role-playing
It is quite instrumental stuff for having very basic understanding of the discipline of OB and its linkage with other related disciplines, its challenges and prospects.
This document outlines a study examining the impact of leadership styles on employee innovative behavior. The study aims to examine the relationships between servant leadership and ethical leadership with employee innovative behavior, and determine whether knowledge sharing mediates this relationship. It also seeks to investigate if organizational identification moderates the links between leadership styles and knowledge sharing, and if learning goal orientation moderates the relationship between knowledge sharing and innovative behavior. The study was conducted in Pakistan's banking sector and used questionnaires to collect data at three time points to address common method bias.
The Role of the Human Resources Function in Influencing Organizational CultureLaura Pasquini
The document discusses the role of human resources in influencing organizational culture. It summarizes that the HR function can influence organizational culture through its practices related to recruitment, selection, training, development and performance management. HR acts as a change agent and can help develop a supportive culture by aligning practices with strategic goals and addressing deviations. The literature review found that HR influences employee perceptions and interpretations of the organization, and that organizational effectiveness depends on developing culture through HR measures.
Middle level managers at Wolaita Sodo University in Ethiopia play an important role in the university's leadership, governance, and organizational performance. The study investigated the relationship between the quality of leadership provided by middle level managers (such as deans, department heads, and coordinators) and the university's governance and performance. Survey results from 61 middle level managers showed that leadership quality and good governance were positively correlated with achieving organizational goals and performance outcomes. The researchers recommended improvements to ensure efficient purchasing, property management, and accountability in order to enhance organizational performance.
The Role of Mediation of the Organizational Cynicism the Relationship between...IOSRJBM
This document discusses a study that examines the mediating role of organizational cynicism on the relationship between leader-member exchange and job performance among elementary school teachers in Central Anatolia, Turkey. Questionnaires were administered to 508 teachers and 410 were analyzed. The results of regression analyses found relationships between leader-member exchange and job performance, and between leader-member exchange and organizational cynicism. Additionally, organizational cynicism was found to partially mediate the relationship between leader-member exchange and job performance. In conclusion, the hypotheses that leader-member exchange relates to both job performance and organizational cynicism, and that organizational cynicism partially mediates their relationship, were supported.
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docxSUBHI7
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
The aim of the research is to study the relationship between Morale and Change Proneness among Lecturers, who are worked in Colleges in KundavaiNachiyar Govt. College, Bon Secours College for Women, Government College for WomenKumbakonam, SulthanaAdbullahRowther College for Womendistricts besides testing whether the correlations obtained for the comparable sample differ significantly and concludes that both the aspects are significant statistically.
Scopus journal jr. of industrial pollution control - effectivenessVictor Solomon
This document summarizes a study on the effectiveness of change management on the behavior of teaching faculty at engineering colleges. It begins with an introduction on change management and discusses concepts like organizational change, leadership, and employee behavior.
The study used surveys to collect data from 424 faculty members across 15 engineering colleges. Statistical analysis through methods like cluster analysis and factor analysis were used to classify faculty based on factors related to communication, technology, culture, adaptability, leadership, compensation, commitment, and behavior.
The results identified different clusters or groups of faculty based on their perceptions of these change management-related factors. For example, faculty were classified into three clusters for factors of communication, technology, culture, and other variables. The analysis
- The paper examines the measurement invariance of constructs representing motivations to become a teacher across countries that participated in the Teacher Education and Development Study in Mathematics (TEDS-M).
- It finds metric invariance, meaning motivations can be compared across countries, with the exception of extrinsic motivation in Taiwan. Scalar invariance is not supported across countries but is supported across some cultural groups.
- This means scale means can be compared between some countries and cultural groups but not all, limiting full cross-country comparisons of motivation levels.
Social Emotional Learning in ELT Classrooms: Theoretical Foundations, Benefit...AJHSSR Journal
Abstract: This paper aims to explore the effective utilization of social emotional learning (SEL) in English
Language Teaching (ELT) environments. In other words, it will provide a comprehensive overview of the key
components and offer practical guidance for teachers looking to implement SEL practices in their own unique
teaching classrooms and situations. It starts by detailing the theoretical foundations or roots and importance of
SEL, as well as the five core competencies (self-management, responsible decision-making, relationship skills,
social awareness, and self-awareness) and what each one means. After that, several key case studies are
presented in an effort to underscore the positive impact of SEL on academic achievement. Following this, ways
to implement SEL in ELT environments are showcased, to include preparation and planning, learning objectives,
supportive classroom communities, teacher self-care, language teaching methodologies, instructional strategies
and tools, curriculum design, lesson planning, materials selection and development, multimedia and technology,
assessment, and reflective practice. To conclude, the need for continued research on effective SEL practices and
its impacts on long-term student outcomes are discussed.
KEYWORDS:humanistic psychology, self-management, responsible decision-making, relationship
skills, social awareness, self-awareness
Similar to Analysis Of The Influence Of Organizational Culture, Transformational Leadership Behavior, And Psychological Capital On Readiness For Change In Elementary School Teachers (20)
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
DEVELOPMENT STATUS AND COUNTERMEASURES OF TMALL DURING THE COVID-19 EPIDEMICAJHSSR Journal
ABSTRACT:China's e-commerce enterprises have developed rapidly, among which Tmall has become one of
the largest retail shopping websites in China.But in the past year, the Covid-19 epidemic has brought a huge
impact to Chinese e-commerce enterprises, and Tmall is no exception.Therefore, the development status of
Tmall in the new crown epidemic situation was analyzed, and the viewpoint was put forward :Tmall1 stabilized
the situation in the face of the epidemic situation and made a very correct countermeasures.The influence of this
epidemic on Tmall was deeply analyzed, and the conclusion was made: the new crown epidemic is both a
challenge and an opportunity forTmall.
KEYWORDS:Tmall; COVID - 19 outbreak ; The electronic commerce
Factors affecting undergraduate students’ motivation at a university in Tra VinhAJHSSR Journal
ABSTRACT: Motivation plays an important role in foreign language learning process. This study aimed to
investigate student’s motivation patterns towards English language learning at a University in Tra Vinh, and factors
affecting their motivation change toward English language learning of non-English-major students in the semester.
The researcher used semi-structured interview at the first phase of choosing the participants and writing reflection
through the instrument called “My English Learning Motivation History” adapted from Sawyer (2007) to collect
qualitative data within 15 weeks. The participants consisted of nine first year non-English-major students who learning
General English at pre-intermediate level. They were chosen and divided into three groups of three members each
(high motivation group; average motivation group; and low motivation group). The results of the present study
identified six visual motivation patterns of three groups of students with different motivation fluctuation, through the
use of cluster analysis. The study also indicated a diversity of factors affecting students’ motivation involving internal
factors as influencing factors (cognitive, psychology, and emotion) and external factors as social factors (instructor,
peers, family, and learning environment) during English language learning in a period of 15 weeks. The findings of
the study helped teacher understand relationship of motivation change and its influential factors. Furthermore, the
findings also inspired next research about motivation development in learning English process.
KEY WORDS: language learning motivation, motivation change, motivation patterns, influential factors, students’
motivation.
The Impact of Work Stress and Digital Literacy on Employee Performance at PT ...AJHSSR Journal
ABSTRACT :This research aims to analyze the correlation between employee work stress and digital literacy
with employee performance at PT Telkom Akses Area Cirebon, both concurrently and partially. Employing a
quantitative approach, the study's objectives are descriptive and causal, adopting a positivist paradigm with a
deductive approach to theory development and a survey research strategy. Findings reveal that work stress
negatively and significantly impacts employee performance, while digital literacy positively and significantly
affects it. Simultaneously, work stress and digital literacy have a positive and significant influence on employee
performance. It is anticipated that company management will devise workload management strategies to
alleviate work stress and assess the implementation of more efficient digital technology to enhance employee
performance.
KEYWORDS -digital literacy, employee performance,job stress, multiple regression analysis, workload
management
The Settlement of Construction Disputes Through Dispute Councils From the Per...AJHSSR Journal
ABSTRACT:This research differs from the practice of business activity in the construction services industry,
which may lead to construction disputes. The settlement of construction disputes is a consensus based on the
basic principle of debate. If the discussions between the parties do not reach an agreement, the parties may take
measures to resolve the dispute through the dispute council. Because the standard governing the disputes
committee was not fully regulated, they did not comply with the principle of legal certainty. Therefore, further
research was needed to establish a theoretical basis for regulating the disputes committee in settling construction
disputes. This research is a standard legal research using a legal regulatory, conceptual, and comparative
approach. The research results show that the ideal concept of resolving construction disputes through a dispute
council based on the value of legal certainty is to establish that the position of the dispute council is a special
court that has the authority to resolve construction disputes under construction services agreements. To realize
the position of the Court of Disputation as a special court, it must be based on the creation of philosophical
values, the creationof legislative regulations, and the creation of the institutional structure of the Court of
Disputation.
KEYWORDS-Construction Disputes, Dispute Council, Special Court
VALUES OF ORAL LITERATURE IN THE SOCIETY: A STUDY OF FOLKTALES OFOGBA IN RIVE...AJHSSR Journal
ABSTRACT : Oral literature is a creative work of art that portends high merit and has the creative use of
imagination in preliterate societies. It adopts the genres of literature: drama, prose and poetry in the oral milieu,
using performance as its hallmark. It thrives on the use of oral data because of its orality. This paper focuses on
the moral values or oral literature in the society using Ogba as a spring board. The study was carried out in
communities ofOgba. The population of the study consists of ten towns and village, in Ogba. The theoretical
framework used is Dell Hyme’s ethno-poetics because the works of oral literature relate to the society. This
paper concludes that oral literature serves to against all odds; communicate ideas, emotions, beliefs and
appreciation of life. The folktales in Ogba for instance, serve similar purpose through their
rendition/performance. Through the stories, the younger generation in Ogba society is familiarised with the
customs, traditions, and rituals prevalent in the society. This paper therefore recommends the use of oral
literature in all its genres to inculcate moral values and lessons to the teenagers and youths. Against this
background, Ogba (African) themselves must cease to regard oral literature as primitive and fetish.
KEYWORDS: Values, Oral Literature, Society, Ogba, Folktales
Pormalistikong Pagdalumat sa mga Tula ni Ron CanimoAJHSSR Journal
ABSTRACT: Nilayon ng pag-aaral na ito na masuri ang dalawampung (20) tula ni Ron Canimo gamit ang
pormalistikong dulog batay sa mga sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at
Simbolismo, (c) Imahen, (d) Tema, at (e) Diksiyon. Layunin din nitong mataya ang antas ng pagtanggap ng
ginawang pagsusuri gamit ang nabuong instrumento sa pagtataya nito. Sinunod dito ang Input-Process-Output
na balangkas ng pag-aaral at ginamitan ng kwantitatib-deskriptib-ebalwatib na pamamaraan. Sa pamamagitan
ng talatanungang ibinatay sa ginamit ni Morales (2014) na naimodipika ayon sa kahingian ng kasalukuyang
pag-aaral, tatlong (3) gurong eksperto ang nagsilbing tagataya dito na siyang tumiyak sa kahusayan ng nabuong
pagsusuri ng mananaliksik. Gamit ang Content Analysis, natuklasan na makabagong pamamaraan ang istilo na
ginamit ni Ron Canimo sa pagsulat ng mga tula. Lahat ng kanyang mga tula ay walang sinusunod na sukat at
tugma, may iba‟t ibang tayutay at simbolismong ginamit, magkaibang pandama ang pinagana dahil sa mga
imahe at paglalarawang ginawa, iba‟t ibang uri ng pag-ibig ang tinalakay at gumamit ng pormal, impormal o
kumbersasyonal na wika at makabagong istilo sa pagsulat ng tula. Gamit ang mean at standard deviation,
lumabas na “Mataas” ang antas ng pagtanggap sa kabuuan ng mga gurong eksperto na tumaya sa nabuong
pagsusuri. Lumabas din na “Mataas” ang antas ng kanilang pagtanggap sa nabuong pagsusuri batay sa mga
sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at Simbolismo, (c) Imahen, (d) Tema, at (e)
Diksiyon. Mula sa natayang pagsusuri at kinalabasan ng antas ng pagtanggap dito, naitala ang mga paksa sa
Junior High School Filipino na maaaring lapatan at gamitan ng nabuong pagsusuri.
KEYWORDS: Kumbensyunal, Pagdalumat, Pormalistiko, Ron Canimo, Tula
SCHOOL CULTURE ADAPTATION AMONG INDIGENOUS PEOPLES COLLEGE STUDENTS AT A PRIV...AJHSSR Journal
ABSTRACT: This qualitative study investigates the adaption experiences of indigenous college students at the
University of Mindanao, Matina-main campus. Eight major themes emerged, including difficulties with language
proficiency, online learning, classroom interaction, examination systems, grading procedures, school regulations,
resource accessibility, coping mechanisms, and future goals. Implications include the requirement for targeted
language proficiency and technology use support, an understanding of adaption processes, interventions to
improve resource accessibility, and equitable public administration policies. The study underlines the importance
of adaptation in various educational contexts, as well as the role of educators and legislators in creating inclusive
learning environments.
KEYWORDS: indigenous college students, adaptation, educational challenges, coping strategies
The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
MGA ESTRATEHIYA SA PAGTUTURO KAUGNAY SA PASALITANG PARTISIPASYON NG MGA MAG-A...AJHSSR Journal
ABSTRAK: Ang mga estratehiya sa pagtuturo ay mahalagang kasangkapan sa paghahatid ng mabisang
pagtuturo sa loob ng silid. Tinukoy sa pag-aaral na ito ang antas ng kagustuhan ng mga mag-aaral sa pagsasadula,
pangkatang talakayan at paggawa ng mga koneksyon sa tunay na karanasan sa buhay bilang mga estratehiya sa
pagtuturo ng panitikan sa Filipino at pasalitang partisipasyon ng mga mag-aaral sa Baitang 7 ng Misamis
University Junior High School, Ozamiz City. Ang ginamit na disenyo sa pananaliksik na ito ay deskriptivcorrelational. Ang mga datos sa pag-aaral ay nagmula sa kabuuang populasyon na 120 na mag-aaral at tatlong
mga guro na tagamasid sa pasalitang partisipasyon ng mga mag-aaral. Ang Talatanungan sa Kagamitan sa
Pagtuturo ng Panitikan at Checklist batay sa Obserbasyon sa Pasalita na Partisipasyon ay ang instrumentong
ginamit sa pagkalap ng datos. Mean, standard deviation, Analysis of Variance at Pearson Product-Moment
Correlation Coefficient ang mga ginamit na estatistiko na sangkap. Inihayag sa naging resulta na ang tatlong piling
estratehiya sa pagtuturo ng panitikan sa Filipino ay may pinakamataas na antas ng kagustuhan ng mga mag-aaral.
Ang antas ng pakilahok ng mga mag-aaral sa paggamit ng tatlong estratehiya sa pagtuturo ng panitikan ay
pinakamataas na nagpapahiwatig na aktibong nakilahok ang mga mag-aaral sa mga gawain. Inihayag din na
walang makabuluhang kaibahan sa antas ng kagustuhan ng mga mag-aaral sa mga estratehiya sa pagtuturo ng
panitikan sa Filipino. Ito ay nangahulugan na gustong-gusto ng mga mag-aaral ang pagkakaroon ng mga
estratehiya sa pagtuturo. Walang makabuluhang kaugnayan ang kagustuhan sa mga estratehiya at antas ng
pakikilahok ng mga mag-aaral. Hindi nakaapekto sa kanilang pakikilahok ang anumang estratehiyang ginamit ng
guro.
KEYWORDS : estratehiya, karanasan, pagsasadula, pagtuturo, pangkatang talakayan
The Role of the Instruction of Reading Comprehension Strategies in Enhancing ...AJHSSR Journal
ABSTRACT :Throughout my studies and teaching English in different language centers and higher studies
institutions, I have come to conclude that students consider Reading comprehension as a nightmare that
frightens them and hinders their language acquisition in the Moroccan EFL Context. This may cause them to
develop an internal psychological obstacle that grows as their lack of the necessary instruments or tools to
overcome are not equipped with. They become lost and unaware about or unfamiliar with the necessary reading
comprehension strategies that could help them to face the problem of misunderstanding or non-understanding
of English texts. Respectively, this article which is only one part of my whole study aims at showing the effect
of teaching reading strategies in enhancing the S1 students‟ familiarity with reading strategies and raising their
frequency use. A sample of 283 University students in EFL context have been chosen randomly and have
attended the usual academic reading classes, yet only 76 are subject to this survey. 38 of them constitute the
experimental group who have attended the treatment regularly in one of the language centers and the other 38
participants are chosen randomly from the whole population to constitute the Control group. They all have
Psychosocial Factors and Deviant Behaviors of Children in Conflict with the L...AJHSSR Journal
ABSTRACT:This study aims to determine the relationship between psychosocialfactors and deviant
behaviors among children in conflict with the law (CICL) inDavao Region. The researchers want to discover the
prevalent factors thatdrive these children to their behaviors. Further, the study sought to determinethe
manifestation of psychosocial factors in terms of life satisfaction, emotionalsupport, self-esteem, and personality
traits. The study's data came from N-83children in conflict with the law (CICL) at the Regional Rehabilitation
Center forYouth (RRCY) in Bago Oshiro, Davao City; all respondents are male. This studyused a total
enumeration sampling technique due to the relatively smallpopulation size. The researchers adapted the
Psychosocial surveyquestionnaires by Zabriskie & Ward (2013) and by John and Srivastava (1999)as well as the
Deviant Behavior Variety Scale (DBVS) by Sanches et al. (2016).Through the use of a validated questionnaire,
the mean and standard deviationare determined. The researchers modified this questionnaire and translated itinto
the respondents' mother tongue (Cebuano) for them to comprehend itbetter. The study discovered no significant
relationship between psychosocialfactors and deviant behaviors of children in conflict with the law (CICL) in
theDavao Region
KEYWORDS :Children in Conflict with the Law (CICL), deviant behaviors, psychosocial factors
Entropy: A Join between Science and Mind-SocietyAJHSSR Journal
ABSTRACT: Entropy is join, intersection and interaction between natural science and human mind-society.
We proposed that if internal interactions exist in isolated systems, entropy decrease will be possible for this
system. Management in system is a typical internal interaction within the isolated system. The purpose of
management is to use regulating the internal interactions within the system, and to decrease the increasing
entropy spontaneously. We propose the principle of social civilization and the developing direction is: freedom
of thought, rule of action. Both combinations should be a peaceful revision and improvement of social rules and
laws. Different countries and nations, different religions and beliefs should coexist peacefully and compete
peacefully. The evolution of human society must be coevolution. Its foundation is the evolution of the human
heart and the human nature.
KEYWORDS: entropy, science, society, management, mind, evolution.
A Model of Disaster Resilience Among Colleges and Universities: A Mixed Metho...AJHSSR Journal
ABSTRACT :This research paper aimed to create a comprehensive framework for measuring disaster
resilience in colleges and universities. The study used a mixed method through Exploratory Factor Analysis
(EFA), which involved analyzing data from a survey questionnaire. The questionnaire was developed based on
in-depth interviews with 12 selected participants from the University of Mindanao, as well as relevant literature
and studies. It was reviewed and validated by 10 experts using a method called Content Validity Ratio (CVR).
This questionnaire was then administered to 400 students from 10 different colleges in University of Mindanao.
After conducting the Exploratory Factor Analysis and performing rotations and iterations, the researchers
identified five main constructs that characterize disaster resilience among colleges (1) disaster preparedness, (2)
disaster awareness, (3) community readiness, and (4) disaster management, (5) disaster resilience. The
researchers aimed to create an organization called “Council of College Disaster Volunteers (CCDV)” which
consist of student volunteers. These factors can be used to develop effective management strategies and
strengthen efforts in preventing and managing disasters and accidents.
KEYWORDS:content validity ratio, criminology, disaster resilience, disaster management, exploratory factor
analysis, and Philippines.
Environmental Struggles and Justice Among Lumad Farmers of Davao CityAJHSSR Journal
ABSTRACT : The study described the various environmental struggles experienced among the participants
and their status in accessing justice. The study followed a qualitative multiple-case study approach; the
participants are the Lumad farmers of Marilog, Davao City selected through a Critical sampling method and
aims to present the environmental violations experienced by the Lumad farmers in Davao City and how it
affected their families and sustenance further, their status in accessing justice is also explored. The study
concluded that the most common struggles the participant experience are Illegal logging and improper waste
disposal, which affect their farms, family, health, and income. Their preferred means to accessing justice is
through barangay settlement; the rigors of accessing courts, such as distance, expenses, fear of ruling, and the
hassle of being called to be present in court, are the most prevalent barriers that hinder the lead farmers from
accessing justice or seeking legal action. Nevertheless, the participants believed that the government would help
them in accessing justice.
KEYWORDS :access to justice, criminology,environmental justice, environmental struggles, lumadfarmers
CYBERBULLYING EXPERIENCES OF UNIVERSITY OF MINDANAO CRIMINOLOGY STUDENTSAJHSSR Journal
ABSTRACT:This paper explores the cyberbullying experiences among Criminology students at the
University of Mindanao. A simple random sampling method was used to distribute the study's online
questionnaire to the respondents and to survey the target population. This study has four hundred (400)
respondents, and the respondents are Criminology students at the University of Mindanao. The findings of this
study revealed that the level of cyberbullying experiences is sometimes manifested. On the other hand, the
cyberbullying experiences of the students indicate a moderate level, which indicates that the cyberbullying
experiences of the respondents are sometimes manifested. Also, the computations showed that among the
indicators presented, the highest mean is obtained in the psychological effect, which implies that there is a
significant effect of cyberbullying experiences of the respondents in terms of the Gender level of the
respondents. Therefore, respondents with a low level of cyberbullying experiences tend to have a moderate level
of cyberbullying experience. However, there is no significant effect in terms of age and year level of the
respondents according to the results regarding the psychological, emotional, and physical impact of
cyberbullying.
KEYWORDS :cyberbullying, emotional, experiences, psychological,physical effect, and simple random
sampling method.
A philosophical ontogenetic standpoint on superego role in human mind formationAJHSSR Journal
ABSTRACT: One of the most significant contributions of psychoanalysis to understand the human being is the
elaboration of a model about the mind from a topical and dynamic perspective. Freud explains the mind by the
constitution of the preconscious, conscious, and subconscious. Later, by three dynamic components: the id, the
ego and the superego. Such an organization of the psychic apparatus supposes not only individual elements, but
social influences along the process of hominization. In this paper, we recover the findings of the renowned
anthropologist Lewis Morgan, trying to link some of them to the psychoanalytic theory. Especially highlighting
the importance of superego in Haidt’s social intuitionism.
Keywords: evolutionism, intuitionism, psychoanalysis, Freud, Haidt, Morgan
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Psychological Empowerment and Empathy as Correlates of ForgivenessAJHSSR Journal
ABSTRACT: The study explores Psychological Empowerment and Empathy as Correlates of Forgiveness.
The two variables are regarded to have influence on the decision one makes to forgive another. The study aimed
at examining the relationships between psychological empowerment and forgiveness, empathy and forgiveness
and to identify which one of the two,Psychological Empowerment or Empathy, is the more powerful predictor of
forgiveness. The study took a survey design with a sample of 350 drawn from a population of university students
using a self-administered questionnaire with four sections: Personal information, Psychological empowerment
scale, Toronto Empathy questionnaire, and the Heartland Forgiveness Scale (HFS). Data analysis employed
Pearson’s product moment correlation and regression analysis to test hypotheses. The results show significant
relationships between psychological empowerment and forgiveness as well as empathy and forgiveness.
Empathy was found to be the more powerful predictor of forgiveness.
KEY WORDS: Psychological empowerment, empathy, forgiveness
This tutorial presentation offers a beginner-friendly guide to using THREADS, Instagram's messaging app. It covers the basics of account setup, privacy settings, and explores the core features such as close friends lists, photo and video sharing, creative tools, and status updates. With practical tips and instructions, this tutorial will empower you to use THREADS effectively and stay connected with your close friends on Instagram in a private and engaging way.
UR BHatti Academy dedicated to providing the finest IT courses training in the world. Under the guidance of experienced trainer Usman Rasheed Bhatti, we have established ourselves as a professional online training firm offering unparalleled courses in Pakistan. Our academy is a trailblazer in Dijkot, being the first institute to officially provide training to all students at their preferred schedules, led by real-world industry professionals and Google certified staff.
EASY TUTORIAL OF HOW TO USE REMINI BY: FEBLESS HERNANEFebless Hernane
Using Remini is easy and quick for enhancing your photos. Start by downloading the Remini app on your phone. Open the app and sign in or create an account. To improve a photo, tap the "Enhance" button and select the photo you want to edit from your gallery. Remini will automatically enhance the photo, making it clearer and sharper. You can compare the before and after versions by swiping the screen. Once you're happy with the result, tap "Save" to store the enhanced photo in your gallery. Remini makes your photos look amazing with just a few taps!
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This tutorial presentation provides a step-by-step guide on how to use Facebook, the popular social media platform. In simple and easy-to-understand language, this presentation explains how to create a Facebook account, connect with friends and family, post updates, share photos and videos, join groups, and manage privacy settings. Whether you're new to Facebook or just need a refresher, this presentation will help you navigate the features and make the most of your Facebook experience.
EASY TUTORIAL OF HOW TO USE G-TEAMS BY: FEBLESS HERNANEFebless Hernane
Using Google Teams (G-Teams) is simple. Start by opening the Google Teams app on your phone or visiting the G-Teams website on your computer. Sign in with your Google account. To join a meeting, click on the link shared by the organizer or enter the meeting code in the "Join a Meeting" section. To start a meeting, click on "New Meeting" and share the link with others. You can use the chat feature to send messages and the video button to turn your camera on or off. G-Teams makes it easy to connect and collaborate with others!
Project Serenity is an innovative initiative aimed at transforming urban environments into sustainable, self-sufficient communities. By integrating green architecture, renewable energy, smart technology, sustainable transportation, and urban farming, Project Serenity seeks to minimize the ecological footprint of cities while enhancing residents' quality of life. Key components include energy-efficient buildings, IoT-enabled resource management, electric and autonomous transportation options, green spaces, and robust waste management systems. Emphasizing community engagement and social equity, Project Serenity aspires to serve as a global model for creating eco-friendly, livable urban spaces that harmonize modern conveniences with environmental stewardship.
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Lifecycle of a GME Trader: From Newbie to Diamond Handsmediavestfzllc
Your phone buzzes with a Reddit notification. It's the WallStreetBets forum, a cacophony of memes, rocketship emojis, and fervent discussions about Gamestop (GME) stock. A spark ignites within you - a mix of internet bravado, a rebellious urge to topple the hedge funds (remember Mr. Mayo?), and maybe that one late-night YouTube rabbit hole about tendies. You decide to YOLO (you only live once, right?).
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Lifecycle of a GME Trader: From Newbie to Diamond Hands
Analysis Of The Influence Of Organizational Culture, Transformational Leadership Behavior, And Psychological Capital On Readiness For Change In Elementary School Teachers
1. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
A J H S S R J o u r n a l P a g e | 60
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN : 2378-703X
Volume-6, Issue-10, pp-60-74
www.ajhssr.com
Research Paper Open Access
Analysis Of The Influence Of Organizational Culture,
Transformational Leadership Behavior, And Psychological
Capital On Readiness For Change In Elementary School
Teachers
Ekawarna, Yusdi Anra, Yuliandra, Lela*
*Economic Education Department, Universitas Jambi
ABSTRACT : Purpose – This study describes the role of psychological capital in the relationship between
organizational culture and transformational leadership behavior towards Readiness for Changes in the context of
elementary school teachers in Sungai Penuh City, Jambi.
Design/methodology/approach - This study adopted an inferential research design. This is a cross-sectional
study because data were collected at a one-time point. This empirical study was conducted on a sample of 285
elementary school teachers who were willing to collaborate to participate voluntarily by filling in the online
questionnaire. Data analysis was divided into two parts; the first part analyzed the respondent's profile and
presented the frequency and percentage distribution of the respondent's profile. The second part was hypothesis
testing with two stages, namely the LS Algorithm to see data quality data and PLS Bootstrapping to test the
hypothesis of the proposed research model. The software includes the Statistical Package for Social Sciences
(SPSS) MS-Windows version 23 and Partial Least Square (Smart PLS-3).
Findings - Organizational culture directly affects psychological capital andreadiness to change and indirectly on
readiness for change through psychological means. Psychological Capital has a direct effect on willingness to
change. Transformational leadership behavior directly impacts psychological capital but does not directly affect
readiness to change and does not indirectly affect readiness to change through psychological means.
Research limitations/implications – The online cross-sectional survey design allows for the self-assessment of
data from respondents. The consequence is that response bias persists, although post-sampling statistical tests
were conducted to screen data to reduce it. Therefore, a more qualitative method with a longitudinal design and
a more extensive research sample is recommended for further research.
Practical implications - School administrators and higher authorities can promote readiness for cultural change,
leadership, and teacher psychological factors, as schools face constant and continuous change interventions.
This is expected to have an impact on improving the quality of educators, students, and the quality of Indonesian
education
KEYWORDS: Organizational Culture, Transformational Leadership Behavior, Psychological Capital, and
Readiness to Change.
I. INTRODUCTION
Task principal and function of school teacher Basic in Indonesia is unique. They are a classroom teacher
who carries out the learning process for all students' eye lessons taught at school _ base. The problem when
faced with online learning during the covid-19 pandemic and the digitalization era is it? Do they have readiness
for change? By hypothesis, there are two teacher categories. First, partially great teachers, especially those
including generation digital migration ( generationbaby boomers and generation X), feel difficulties and
tendencies to reject change. Second, teachers who include Generation Y ( millennials ) who were born period
1980-1995 time which have been used to live in facility technology computerized hypothesized ready for
change.
Draft readiness for change ( Readiness for Changes )has been defined and researched in many places
disclosed in the literature on change organization. Some researchers explain readiness for change as the extent to
which individuals view positively about needs for change organization and the area in which individuals
perceive change will positively impact them and the organization overall (Holt et al., 2007). By empirical many
factors influence readiness for change. Pratama and AchmadSobirin (2019) conclude that cultural organization
2. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
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takes effect to readiness individuals for change. The study of Jung, Chow, and Wu (2003) showed that
leadership is transformational by positively related to innovation organization and relationships; this is mediated
by cultural organizations where members push for discussion by open and implementing innovative suggestions
and ideas. Internal factors that influence readiness for change are psychological capital. Luthans, Youssef, and
Avolio (2007) stated that psychological capital is capableof positive psychology owned by each useful
individual _ to help the individual grow.
From the description above, the researcher will try to analyze readiness for change ( Readiness for
Changes ) which will be interpreted as the variables that affect it, among others; culture organization, behavior
leadership, transformational and psychological capital as perceived by the elementary school teacher of Sungai
Penuh City.
II. OVERVIEW LITERATURE AND HYPOTHESES
Readiness for Change
Readiness is one _ of the factor most important involved in Supporting beginning employees for
change organization ( Vakola, 2014). Academicreadiness for change is related to Kurt Lewin's model of
evolution, where he proposesa three-stage model (i.e., freeze, transform, and freeze return ) and stages this
related to steps for implementing change organization with success (Thakur & Srivastava, 2018). Feeling
optimistic from people about change must be called: acceptance of change, support for change, commitment for
change, openness for change, or readiness to change( Cinite& Duxbury, 2018). Feeling favorable to expressed
change _ in Step Lewin's first model is related toreadiness for change and openness for change. At this stage,
other feelings this is related to commitment to change. But, accepting change and support for change served in
all of Lewin's model stages.
Some literature mentioned that there are three draft differences reflecting _ readiness, namely; First,
readiness individual for change or belief in a person's ability( self-efficacy ). Second, the perceived organization
hasenthusiasm for change or confidence in the ability organization to manage change. The third isthe readiness
entire organization _ for change or the ability to implement change ( Vakola, 2014). Choi (2011) studies
qualitative that there is three antecedent readiness organization for change: the first is culture organization (
Relationship human ( Clan ) culture and system open ( adhocracy ) culture ), participation is felt on the spot
work, relationship social on the spot work and trust in friends the same age. Research by Holt et al. (2007)
shows that readiness for change is multidimensional, which is influenced by the belief of employeesthat ; (a)
they are capable of implementing proposed change (i.e., change efficacy ), (b ) proposed change in accordance
for an organization ( i.e., appropriateness ), (c) leaders committed for proposed changes ( i.e., management
support ), and (d ) proposed changes beneficial for organization members (i.e., personal benefits ).
Organizational Culture
Culture as a draft hasa long history. _ Somebody said to be very "cultured" has been used by
anthropologists for refers to the customs and rituals that developed in society throughout history. For a number
of the decade,the last word culture has been used by some researchers and managers of organizations for refers
to the climate and practices developed organization about handling people or with espoused values and creed _
an organization (Schein, 2004). In literature, managers often mention that a culture organization is required for
effective performance, an increasingly strong culture, more effective organization. Researchers _ have
supportedsome viewson this with report findings that the " power " of culture or type of culture-specific
relatestoPerformance (Sorensen, 2002).
Robbins & Judge (2018) next put forward that culture organization hasan impact on improvedperformance
or productivity of work employees, commitment to destination organization, and satisfaction work member
organization, as described in Figure 1 below.
FIGURE 1. The impact of organizational culture
3. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
A J H S S R J o u r n a l P a g e | 62
Source: Stephen P. Robbins and Timothy A. Judge. (2018). Essentials of Organizational Behavior. New York:
Pearson Education Limited 2018, p. 304.
Study Romi (2011) suggests that cultural organization impactsthe success of system information and
playsa role mainly in adopting the system information and technology information. Borkovich et al. (2015)
found that cultural organizations have a foreign influence _ larger and have an impact on the adoption of
technology than considered _ by traditional. The cultural organization takes effect to readiness acceptance of
information systems ( Syaifullah, RizqiWahyuningsih, Megawati, 2018). Pratama and Ahmad Sobirin (2019)
found that cultural organization takes effect to readiness individuals for change. The proposed hypothesis."
H 1: Culture Organization takes effect directlyon psychological capital.
H 2: Culture Organization takes effect direct to behavior leadership transformational.
H 3: Culture Organization takes effect direct to ready for change.
Psychological Capital/ PsyCap
Mature this has considerable result research that found that psychological capital takespositive and
significant effectsonreadiness for change. Adlina, F et al. ( 2018) found that when the psychological capital
owned employee is already high, then the employee will ready for change. This Thing means if linked with four
aspects of psychological capital, that is when there is a Duty or new job _ in flux, an employee will accept it
with a happy heart, as well will give effort for success in the profession. Employees will also consider that, work
new individuals _ isan as challenging job. _ Besides that, later,the employee will make positive decisions _ in
new tasks _ related to success now and in the future. Widarti and Baidun (2016) concluded there is significant
influence _ by together from psychological capital (self-efficacy, optimism, hope, resilience) and organizational
commitment (affective commitment, continuance commitment, normative commitment) to readiness to face
change.
Ming-Chu and Meng-Hsiu (2015) found a significant relationship _ between psychological capital with
their readiness for change pay attention to employees company manufacture electronics in Taiwan. Jabbrian and
Chegini (2016) found that psychological capital has a positive influence _ onreadiness for change. Their
research _ does use a different subject _ which is the employee governance Province Guilan, Iran. So that could
be said results study this in line with what Kirrane( 2016) said, which stated that individuals need to prepare
source power psychological in the form of psychological capital (Luthans et al ., 2010) to increase readiness for
change to change organization that will or currently run in the organization. Lizar, Mangundjaya, and
Rachmawan (2015) also found that psychological capital has a role in optimism to readiness for change. Like
the previous results study, Wang (2015) found a positive connection between psychological capital and
supportive behavior _ change. The proposed hypothesis :
H 4: psychological capital has an effect directlyonreadiness for change.
Transformational Leadership Behaviors
According to Colquitt et al. (2017),the entire spectrum of transformational leadership could summarize
four dimensions:idealized influence, inspirational motivation, intellectual stimulation, and individualized
consideration. The collective fourth dimension of leadership is transformational, often called " the Four I's ." A
meta-analysis of 39 studies finds that transformational behavior charisma ( ideal influence ), individual
consideration, and stimulation of intellectual leadership are effective in some significantresearch. Still, unless
behavior appreciation is contingent, transactional style leadership does not increase leadership effectiveness
(Kevin et al., 1996). The more positive impact of transformational leadership on transactional leadership has
endured for many years. Timothy et al. (2004) mention that meta-analysis resultsof 87 studies find
transformational leadership related tothe desired outcome ( e.g.,satisfaction _ _ work followers, satisfaction
leader followers, motivation followers, performance profession leader, performance group or organization and
assess effectiveness leader ).
Related toreadiness for change, some expert has researched role leadership in employee readiness for
change (e.g.,Kirrane et al., 2016). Gap this is very important because administration especially setsthe direction
of the organization (O'Reilly et al., 2010); they are also makers decision central organization; they influence
deployment information in the organization; leadership focuses attention on employees on purpose-specific, and
overall, leadership influence action strategic by wide. More say that leadership is a process for making people
do their best to reach desired goals and can _ depicted as the ability to persuade others to behave in different
ways (Armstrong, 2016).
They were found latest from the study by Kleanthis et al. (2020),which claim that every style of
leadership could influence the readiness of employee for change; as well as that the willingness of employee for
change mediatesthe connection Between style of leadership and performance company. Leadership style is
something important Thing _ in stimulatingreadiness for change( Gabatz and Ensminger, 2017); consequently,
4. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
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performance organization will be increased ( Mathysen and Harris, 2018). Besides that, a leader's ability hasa
strong and positive influence _ and impact on the trend innovation (Ryan and Tipu, 2013) that affectsthe
initiation of the change process ( Talim, 2012). Furthermore, Bommer et al. (2005) found leaders with a style of
leadership transformational by practical could apply the change in the organization. Leaders _ that are
charismatic, visionary, and courageous take risky, energetic, and out-of-the-box thinking and possess the ability
to motivate others while acting as a role model and mentor for followers (Ward, 2002). Concurrently managers
who use transformational leadership have satisfaction with more work _ good and commitmenttothe
organization (Schwartz et al., 2011), and style are significantly related to perception conflict life work and
welfare psychological (Munir et al., 2012). Besides _ that, a leader with characteristics transformational could
resolve the complex problem and fast environment _ _ change (Murphy, 2005), is agent change cheerful (Ward,
2002), have an attitude positive toward applying practice-based evidence (Aarons, 2006), and has a positive
influence culture organization (Shiva and Suar, 2012).
Muhammad et al. (2012) found that transformational leadership style does not depend on variable
sociodemographic but on the kind that can be learned. The needed development of employees Becomes a
transformational leader, which later could influence the commitment of the employee to change (Lo et al.,
2010), affect creativity employees ( Wang et al., 2014), and increase performance organization (Samad, 2012).
Although proof previously proves that transformational leadership has abilities and qualifications that can
influence the organization's development and success. Van der Voet (2014) found that the leaders give
contributions small to changing planned organizations. _ Besides that, Nordin (2011) found that the
transactional leadership style could predict the organization's readiness with more good for a change.
Research by Rina Fitriana and Sugiyono . (2019) concludes that transformational leadershipdoes not
significantly influence readiness for change. Temporary Asbari M. et al. (2020) figure leadership
transformational take to effect positive and significant to enthusiasm for change yourself _ employees during
this COVID-19 pandemic. This is in line with Raffety et al. (2013), which show the organization's internal
context, including leaders who support change, has _ a role in preparingthe individual to face change. This
Thing is also compatible with what Liu (2010 ) stated that characteristics leader transformational capable change
behavior and beliefs as well as inspire his subordinates to become convinced that change is needed for good
together so that together they will contribute in accordance desired goal _ achieved. For that submitted
hypothesis :
H 5: Leadership transformational takes effect directlyon psychological capital.
H 6: Leadership transformational takes effect direct toreadiness for change.
H 7: Leadership transformational takes effect, not direct to readiness for change through psychological capital.
III. METHOD
Research Design
Studies this use survey method, approach use exposed de facto, test role from psychological capital in
connection Among culture Organization and Leadership transformational perceived by school teachers
basedreadiness for changingthem.
Unit of Analysis
The unit of analysis in the study is a school teacherat the base of the Full River City Jambi Province.
Why are Elementary School Teachers Chosen as a unit of analysis? Because Based on The results of the
Teacher Competency Test (UKG) conducted on teachers in Indonesia show less effect _ exhilarating. The
average value of the Teacher Competency Test (UKG) in 2019 was the highest achieved by level teachers
school base is of 54.8 (fifty-four comaeeight ) of score a maximum of 100 ( one hundred ).
Study Measures
Data was collected through a designed questionnaire _ to measure the variables that impactreadiness
for change. The instrument measure used _ is as follows:
Readiness For Changed. Adopted from Holt et al. (2007), and who have modified via Item Measurement
Readiness For Change (Purwoko, 2017), which measures five indicators, namely; Discrepancy,
Appropriateness, Efficacy, Principal support, and Valence, each needle is measured via three items or totaling
15 measurement items. Example Discrepancy questions (e.g., I assume that change that necessary and
reasonable for done ), appropriateness (e.g., Changes made School following needs ), efficacy (e.g.,
Organizations and individuals within them ) have Required ability _ for face change ), Principal support
(e.g.,leader confirm and explain importance change by direct ), Valence (e.g., Organization and personal will
more develop after modification). Response use scale Likert start of 1 = not very much agree until 4 = strongly
agree.
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Psychological Capital. Adopted and modified from PsyCap Questionnaire developed by Luthans et al. (2007)
adjusted with Indonesian conditions. Psychological capital cover four dimensions, namely: hope, optimism,
resilience, and self-efficacy, be measured with 12 items consisting of four subscales. _ Example question: hope (
for example, "If I must find self I in a traffic jam in place work, I can think many methods for go out from
that"), resilience (e.g.,"I usually resolve the difficulty with one or other way in place work"), optimism (e.g. "I
always see side good about the profession I "), and efficacy ( e.g., "I" feel believe self-help set targets/ targets in
the work area me "). The response was given ona four-point Likert scale (very not agree score = 1, very agree
score = 4).
Culture Organization. I was adopted from Stephen P. Robbins and Timothy A. Judge. (2018), which measures
7 ( seven ) characteristics of cultural organization, namely,Innovation and Risk Taking,Attention to
Details,Outcome Orientation, People Orientation, Team Orientation,Aggressiveness, andStability, through 14
measurement items. Example question Innovation and Risk Taking (e.g.,I assess the frequency of lecturers at
this university who are encouraged for Becomes innovative ), Attention to Detail ( For example,I rate the
frequency of expected lecturers at this university for show precision, analysis, deep task ), Outcome Orientation
( For instance I assess management at this university focus on the results to be achieved ). People Orientation (
For example,I judge decision management at this university consideringthe effective results on the ability staff ),
Team Orientation ( For instance,I assume at this University activity work organized around _ teamwork than
individual ), Aggressiveness ( For example,I judge at this University lecturer pushed for more competitive ), and
Stability ( For instance I rate at this University activity organization emphasize maintain the status quo). The
response was given ona four-point Likert scale (very low = 1, very tall score = 4).
Behavior leadership was transformational. Adopted and adapted from Bass (1985), which measures four
indicators ;(a) Idealized Influence Charisma, (b) Inspirational Motivation, (c) Intellectual Stimulation, and (d)
Individual Consideration, where each indicator is measured via three items or totaling 15 measurement items.
Example Idealized Influence Charisma questions (e.g., I rate Superior capable give exemplary, so that deserve
respected ), Inspirational Motivation (e.g., Boss provide the opportunity on staff academic for reach something
with method own ), Intellectual Stimulation (e.g., Boss attempted push staff educational for reach maximum
performance ), and Individual Consideration (e.g.,ability superior in the lead could push team academic for
increase needs achievement ). Response use scale Likert start of 1 = not very much agree until 4 = strongly
agree.
Analysis and Testing Hypothesis
In this case, Smart PLS 3.0 and SPSS software are used in data analysis. SEM PLS works gradually to
getthe predictive model in the form of the final statistical report, completed with some statistical tests. SEM PLS
works through two stages that are Stage Factor Analysis and Stage Analysis Regression. At level construct
framework connection Among construct with indicator, Smart PLS uses Factor analysis because the data used
generally is categorical data with scale specific. Inthe class, when the analysis process factor has been done,
PLS-SEM work has a regression score, which can continue with analysis regression to testthe hypothesis. In the
study, test validity uses convergent and discriminant validity methods with Smart PLS 3.0 help and assistance
calculation using SPSS, which can be seen from the loading factor. Due to research character explanatory, score
average variance extracted (AVE) must be more significantthan 0.5, i.e., recommended AVE value. The
reliability test used _ is Cronnbach's. Alpha coefficient test with a limit coefficient more criticalthan 0.7 (Now
(2016). Testing model fit is done with some index Goodness of Fit Test (GFT) including P value ( probability )
statistic Chi-Square, Root Means Square Error of Approximation (RMSEA) value, Goodness of Fit Index (GFI),
AdjustedGoodness of Fit Index (AGFI), Normal Fit Index (NFI), Tucker Lewis Index (TLI) or Non-Normal Fit
Index (NNFI), and Comparative Fit Index (CFI).
IV. RESULTS
Demographic Data
Information demographic respondents (N=226) are presented in TABLE 1 following.
TABLE 1 .Demographic Data Respondent
RESPONDENT DEMOGRAPHIC INFORMATION ( N=226)
Characteristics Demographic Category Frequency Percentage %
Type Sex Man 73 32%
Woman 153 68%
Total 226 100%
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Age <20 Years 0 0%
>21 Years 100 100%
Total 226 100%
Working Period 5 to 10 years 54 24%
11 to 20 years 142 63%
> 21 Years 30 13%
Total 226 100%
Level of education Diploma 0 0%
Bachelor 226 100%
Master 0 0%
Doctor 0 0%
Total 226 100%
Training Once 188 84%
Not Once 38 16%
Total 226 100%
Validity and Reliability
To test Convergent validity,usedthe AVE value as suggested _ as a metric for measurement (Hair et al.,
2019). To calculate AVE, research this using PLS-SEM Algorithm stages. The minimum AVE you can receive
is 0.500 or more high, explaining 50% or more item variance for all constructs. All constructs in the study have
more AVE value significant from 0.500 or explain 50% or more about item variance for construct. AVE for all
factors is above 0.5. Reliability composite (CR) for elements the (0.8 kmabove ) more from the recommended
minimum level of CR (> 0.7). Measurement model results show that all factors confirm the validity and
adequate convergence. _
Internal consistency reliabilityis used for the evaluation of consistency results across items. The PLS-
SEM method for the study tested Cronbach's alpha and composite reliability (Hair et al., 2019). Reliability value
internal consistency is measured between 0 and 1, where the more tallweight shows, the more elevated level of
its validity. The value and reliability of Cronbach's alpha and composite should be tallerthan 0.700 (Hair et al.,
2019). The resulting Cronbach's alpha and composite reliability values for all construct are stable, equivalent,
and have reliability and good internal consistency exceeding recommended value _ that is, with score most
minor, i.e., 0.704 and below score most significant, i.e., 1,000.
Importance-Performance Map Analysis (IPMA)
Importance-Performance Map Analysis (IPMA) is used in the study to understand factors the key that
influencesthe primary variable readiness for changes in elementary school teachers in Sungai Penuh City.
Analysis this conducted with the use of SmartPLSto add the measurement of other factors that influence
variable readiness for change actually for every aspect of the proposed research model. IMPA aims to identify
factors that have performed relatively more height and are rathercrucial in structural models (Hair et al., 2014;
Ramayah, Chiun, Rouibah, May 2014; Ringle, Sarstedt, 2016). According to Hair et al. (2014),performanceis
obtained by calculating the average value latent variable, while importance is tested by estimating the total
effect of the structural model. FIGURE 2shows the Importance-Performance Map Analysis (IMPA) research
model results.
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FIGURE 2. Structural Model and Importance-Performance Map Analysis (IMPA)
Path Coefficients
The measurement coefficient track highlightsthe strength connection Between two construction in the
structural model (Wang and Chiu, 2011). In part, this Bootstrapping technique with 5,000 sample repeatswas
conducted to reach beta value (β) and t value and confirm the significance hypothesis as recommended by Chin
et al. (2003). Bootstrap results are shown below this.
Bootstrapping steps carried out in the study aim to inform level significance from the path of each
construct through 5000 resampling for test level significance. In bootstrapping, sub-samples were created with
observations taken randomly from the original data set ( with replacement ). A subsample was then used to
estimate the PLS path model. This process is repeated until an amount significant from sub-sample random has
been made ( usually around 5,000). Estimate from the sub- bootstrap sample used to get the standard error for
PLS-SEM results. With this information, t-values, p-values, and confidence intervalswere calculated to evaluate
the significance of PLS-SEM results.
TABLE 2. Bootstrapping results and hypotheses testing
Hypo
thesis
Path Beta
Value
(β)
Standard
Deviation
(STDEV)
T
Statis
tics
Sig Decision
H 1 Culture Organization -> Psychological
Capital
0.440 0.099 4,436 0.000 Received
H2 _ Culture Organization -> Behavior
Leadership Transformational
-0.027 0.072 0.368 0.713 Rejected
H 3 Culture Organization -> Readiness for
Changed
0.665 0.078 8,542 0.000 Received
H 4 Psychological Capital -> Readiness for
Changed
0.165 0.064 2,590 0.010 Received
H 5 Behavior Leadership Transformational ->
Psychological Capital
0.121 0.059 2.038 0.042 Received
H 6 Behavior Leadership Transformational ->
Readiness for Changed
-0.025 0.051 0.500 0.618 Rejected
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Referring to the table above, the predictors of Psychological Capital are : (H 1 ) Culture Organization (β
= 0.440, p <0.05) status accepted, (H 5 ) Behavior Leadership Transformational (β = 0.121, p > 0.05) status is
accepted, all related by significant however varied on Psychological Capital with official status. Whereas
Predictor Readiness for changed are : (H 3 ) Culture Organization (β = 0.665, p < 0.05) accepted status , (H 4 )
Psychological Capital (β = 0.165, p < 0.05) accepted status , and (H6) Behavior Leadership Transformational (β
= -0.025, p>0.05) status is rejected .
Then to see the moderator effect or Evaluation Mediator Variable ( Influence Not direct ) Study, this
follows Preacher and Hayes (2008) method for To do analysis mediation. Mediation confirmed if (1) effect no
direct significant and (2) results from influence no direct from Confidence Intervals (CI) no show score zero it
means results Among limit bottom and limit top on (CI) no direct the effect all positive or negative (Hayes,
2009). (Hayes, 2009). The significant effect was not direct tested using a bootstrap routine with 5000
subsamples. The results of the mediator factors are shown in TABLE 3.
TABLE 3. Test results mediator factor ( Influence no direct )
sis.
hypothe
sis
Path Path a Path b Indirect
Effect
T
Value
P Value 97.5%
CI
decision _
H 7 Culture
Organization ->
Psychological
Capital -
>Readiness for
Changed
0.440 0.655 0.030 2,174 0.030 0.142 Received
H 8 Behavior
Leadership
Transformational -
> Psychological
Capital ->
Readiness for
Changed
0.121 -0.025 0.148 1,448 0.148 0.053 Rejected
The table above _ shows that Psychological Capital has mediated influence Among
Culturalorganizations andReadiness for Changed (H 7 ) p-Value <0.05), so that hypothesis is accepted. However,
satisfaction has failedto mediate the influence factor Behavior Leadership Transformational to Readiness for
Changed ( all p-value > 0.05). It means hypothesis (H 8 ) is rejected.
FIGURE 3. Final Model
The goodness of Fit model ( GoF )/Model Fit
Destination from GoF is to test the research model good at measuring structural levels and models with
a focus on the performance of an inclusive model (Henseler and Sarstedt, 2013). According to testing, the
saturated model should get an SRMR value below 0.08 (Hu and Bentler, 1998) to accept. Besides that,a model
with PLS can be seen from the Normed Fit Index (NFI) to evaluate the accuracy. Hair, Risher, Sarstedt, and
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Ringle (2019) suggest NFI value close to 1 indicates the model being tested has accuracy (fit model). In the case
study Here, the saturated model SRMR presents a value of 0.064, which confirms the goodness of the fit model.
NFI value that meets threshold limit evaluation which is 0.607. RMS_theta must be used to assess the factor
model general calculated by PLS-SEM, only for the estimated composite model with PLS-SEM. RMS_theta
values below 0.12 indicate a suitable model, while more value _ tall show a lack of suitability ( Henseler et al.,
2016). Following these results, model fit testing on the structural model.
TABLE 4. Model Fit PLS Algorithm (goodness of Fit test)
Saturated Model
SOME 0.064
d_ULS 5,174
d_G 2,364
Chi-Square 3060,035
NFI 0.607
RMS_theta 0.011
V. CONCLUSION AND DISCUSSION
Study this focuses on teachers in District Elementary Education Kerinci and will discuss some problem
critical facing _ system administration public that is readiness for change, including role Culture Organization,
leadership transformational and psychological capital will help increase level performance management in
education base in Full River City. Besides that, the study will guide elementary school teachers in Sungai Penuh
Cityon how to respond to implementation change. It also gives the leaders clear insight _ into how they could
produce a level of readiness and high transition between _ _ followers. This will show the importance of teacher
readiness for change. Finally, the research could recommend leaders _ for more notice enhancement of their
teacher readiness for change, leading to increased performance organization.
Destination from the study is for test (H1) relationship Among culture school and psychological capital
district elementary school teacher Kerinci. Study this hypothesis first by analyzingthe connection Between
culture school and capital needs teacher psychology. Studies show that as much culture school is controller, the
level of psychological capital from needs will increase. The PLS-SEM analysis results showa significant
positive _ Among cultural organizations on psychological and cultural capital organization, clarifying 44
percent changes in psychological capital teacher base Elementary School in Full River City. Influence positive
this shows that as much culture organization tend to direct more control _ significant, the level of psychological
capital teacher base Elementary School in Full River Citywill increase.
Based on the research results, it can be said that some type of external motivationis created for teachers
at schools with a culture of more organization _ good as results in various development and competence. Deci
and Ryan (2000) believe that as much level motivation extrinsic height, function controller environment will be
increased and this has effect negative on need psychological. On the other hand, schools with good culture _
give more opportunities for psychological needs because they emphasize each additional support and have
connection friendships. This is because each other support and not control is one _ feature important ofa
supportive environment _ autonomy (Reeve, 2009).
Ina School with collective culture, partial teachersare significantly influenced by other teachers' ideas.
They must work in a group; other teachers affect each individual's life and career. The responsibility is to be in
the top group so that individuals and teachers align themselves with others ( Akour, 2006). An environment like
it's very limiting strength action and innovation individual because in many cases group decideson the
individual instead. Enhancement control by environment could negatively affectthe needs of the psychological
teacher in line with self-determination theory.
On the findings,Hypothesis 2, that is, influence Culture Organization to Leadership Transformational
find that Culture organization no take effect positive and significant to leadership transformational. Culture
character collective and culture is set values, beliefs, understanding general, thoughts and norms for behavior
shared by all _ member society. Culture guides conduct in the community in a clear way and sometimes _ not
too conspicuous, and it really affects decisions (Hofstede, 2001). Cultural school is conceptualized as
confidence together about how the school must operate, the core values that reflect what you want in a school
for students, and norms of behavior that reflect the teacher's perception of the school's environment( Maslowski,
2006). Pang (1998) argues that values are the essence of cultural organization because they represent " the
strengths and processes by which participants organization socialized to an organization. "
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Besides that, Elementary School teachersare more productive if they get clear direction _ from goal-
oriented values _ organization and if values this owned by the member organization. Regarding culture
organization, a number of the study show that that play a role key in performance organizations ( Prajogo&
McDermott, 2011; Baird et al., 2011; Hilal et al., 2009) are not leadership transformational. Other assumptions
hypothesis second is rejected with the rationale that many schools have structure more hierarchical _ many and
all decision education created by the head school without consultation with the teacher, and the teacher does not
have qualification for commenting on problem school, and they will have feeling more autonomy, competence,
and relatedness low. This Thing because schools with substantial-high distances _ notprovide the opportunity
forthe individual to show competence, innovation, and freedom. On the other hand, the structural organization is
hierarchical, and authority individuals with more positions _ high in school, like head school, lead to the
formation of an atmosphere that is unreliable and not could be dedicated to the individual ( Srite, 2000). This is
Correct because havinga connection with other people causesindividual authorityto increase and consequently
leads to an increased level of control; because of that, Thing this cause a drop in relationship between member.
The current result this in line with self-determination theory which states that environment controllers harmthe
satisfaction needs of psychological employees (Deci et al. 2001).
Hypothesis third test influences culture organization to readiness for change. They found study show
positive and significant influence. _ There is various study by supporting parallel _ with findings related tothe
connection Between organizational culture and readiness for change by ordinary (McNabb and Sepic, 1995;
Burke, 2002; Harris, 2002; Weiner, 2009). This result is also suitable with previous findings, where
Bouckenooghe et al. (2009) revealed that readiness for change attitude by positive awakened in the organization,
especially with cultural supporters. There is also research onthe connection Betweenpreparedness for change
and the relationship of essential humans _ for support culture (Jones et al., 2005; Madsen et al., 2005). The
teacher feels ready for change because they are convinced they will be in solidarity when preparedto face
uncertainty and outcome damagedby change. It is because they share happiness and sadness, and each other
appreciates. They do feel alone during and after the change process.
Hypothesis fourth in results testing shows the influence of Psychological Capital in predicting level
teacher readiness for changes at a high average rate. Finding study this is in line with Avey et al. (2011), who
showed that Psychological Capital could create desired and helpful attitudes, behaviors, and outcomes _
lightening up the behavior and moodof employees who don't expect it. Specifically, Psychological Capital is the
driving motivation _ of individualsto gather energy through structure psychological favorable from efficacy self,
hope, optimism, and resilience (Sweetman & Luthans, 2010). An increased Psychological Capital leads to
commitment to more organization _ good behavior _, employees _ reasonable satisfaction,and more work _
(Friend et al., 2018; Perkins, Hughey & Speer, 2002; Sweetman & Luthans, 2010).
Based on findings, it is possible to consider psychological and cultural capital school as factor
determinantsof readiness for change ( Hypothesis 7 ). This result is supported by views that involve teachers,
who are at the center of the change process in school, in psychological capital, and knowing their role new, they
will be at the level of readiness for change ( Akpınar and Aydın, 2007; Kondakci et al., 2010). As for culture
school, readiness for change is linked with beliefs, attitudes, and intentions of member organizations that do not
miss from values, culture, and beliefs organization ( Armenakis et al., 1993).
There is no difference in order interest dimensions culture school in Thing strength predictive on
dimension readiness for change. However, psychological capital comes after culture organization in predicting
readiness cognitive and follow culture organization and support for Readiness emotional temporary that precede
all dimensions of culture school for intentional willingness. _ Hypothesis 7 find findings that culture
organization mediated by psychological capital affectsreadiness for change and affects the most deliberate
Readiness _ could be generated from the fact that the teacher does not explicitly determine for devote self to
change. Uncertainty brought about by change could make teachers behave a little and increase their desire to
face change so that they could understand the need to involve teachers in consideringthe culture of ordinary
schools _ to increase teacher readiness for change.
Based on calculation statistics Hypothesis 6 findings the above research, can conclude that leadership
transformational no take to effect positive and significant to Readiness teacher change Elementary School in
Full River City. This Thing is proven with a T-Statistics value of 0.500 or more small than 1.96, and a P- Values
value of 0.618, which is more significantthan 0.05. It means hypothesis sixth (H 6 )is not supported or rejected.
Research supports evidence found in research _ previously concluding that transformational leadership does not
significantly affect readiness for change( Susyanto, 2019). However,many studies support positive leadership's
influenceonreadiness for change, such as ( Banjongprasert, 2017; Katsaros et al., 2020). Research results this is
also in line with some studies previously about the Indonesian practice of influencing leadership to readiness for
changed ( Asbari, Novitasari, Silitonga, Sutardi, et al., 2020; Asbari&Novitasari, 2020; Basuki et al., 2020;
Gazali et al ., 2020; Kamar et al ., 2019; Novitasari, Goestjahjanti, et al ., 2020; Novitasari, Sasono, et al ., 2020;
Zaman et al ., 2020).
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In other contexts, Research in Malaysia, Nordin (2012) studied influencing factors _ readiness change.
The finding shows that behavior leadership and commitment to the organization areessentialfor a readiness
change organization. Besides that, research shows that commitment affective is a significant moderate _ in
connection Between transformational leadership and readiness changes, and suggestions give more priorities in
the development process leadership transformational on the spot work more priority because this will positively
increase results organization.
In the study, this has reviewed literature moment this is related with role dimensions leadership
transformational which is ideal influence, individual judgment, motivation inspirational and stimulating
intellectual, on readiness organization for change. Study this will give an outlook on how dimensions of
transformational leadership could affect the readiness of elementary school teachers in Sungai Penuh City for
change. Due to the process of change in statement mission, any organization plays the role the key, the ability of
leaders transformational practical for increase motivation follower them.
VI. IMPLICATIONS
theoretical and practical implicationsfor teachers and management stakeholders' education base in Full
River City.In context study, of course, occur challenge constant for all organization education, change
organization need managed by practical. Readiness for change needsto be handled with care because it reduces
behavior as opposedto In Thing. In this case, it is necessary to test the teacher's readiness to change need
evaluated for desired result _ from intervention changes in schools and ways with approach culture, leadership,
and psychology.Study this give proof empirical about various influence variable culture organization, leadership
and psychological capital to teacher readiness for change.By theoretical research, this providesa broad
understanding _ in connection with readiness changes in the organization's school base, especially in Full River
City. Besides that, the research contributes to the literature by investigatingthe connection Between two
constructionsignificant for a successful change process and bringing about a substantial relationship between _ _
them. In Thing this, though school base hassome characteristics typical from organization other education
outside level education basics, findings study this givesempirical proof about the importance readiness for
change and in management education. Because there is a scarcity of research that tests the research model in the
organization school basic, research this riveting attention of school administrators and more authorities tall for
push readiness for change culture, leadership and factors teacher psychology.Regarding practice, because
schoolsare faced with constant intervention change, the research aimsto give practical and guiding information _
with more authority _ tall for making the change process more successful.
VII. LIMITATIONS OF STUDY
Study this hassome limitations. First, research this analysis influence Culture Organization, Behavior
leadership transformational to readiness for change in school teacher country base in Full River City, good by
direct nor no direct through Psychological Capital variable. This is possible because other variables ( such as
motivation, competence, knowledge management, etc.) affect readiness for change. The writer recommends
discovering, exploring, and analyzing more carry on for study next. Besides that, research was carried out at the
Basic Education Organization (Elementary School ) in Sungai Penuh City,and maybe no one could be
generalized to Other Populations Outside the area. Because of that, recommended for To do study more carry on
about topics this is in Elementary schools with More population _ areas, which can be added to other areas such
as Province, State, or comparison Among readiness for change at schools public and private basis in the larger
population-wide.
Furthermore, in the study, only teachers work in the schools base country that Becomes the sample.
However, researchers more carry on could involve teachers who work in private schools to increase
generalization findings. Besides that, the method,Which is a public and private school, could be compared in
connection with the level of trust organization and readiness of teachers to change. Besides all that, though this
is designed as quantitative, design study qualitative can also be used for gathering more information _ in
connection with parts problems from trust organization and process of change organization at school from
corner look at the teacher.
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